Talent Acquisition Business Partner

AIR Control Concepts•West Chester, PA

6d•$75,000 - $110,000•Hybrid

About The Position

The Talent Acquisition Business Partner manages the full recruitment lifecycle while providing market intelligence, workforce insights, and consultative guidance to business leaders across the Northeast Region. This role will recruit for a broad range of positions including specialized HVAC Sales Engineers, Senior Sales Engineers, Commercial HVAC Service Technicians, Controls Technicians, Applications Engineers, Project Managers, Service Coordinators, Parts and Inside Sales professionals, Warehouse and Inventory personnel, Administrative support roles, and regional leadership positions. The ideal candidate possesses a strong understanding of the HVAC, building automation, service, applied equipment, controls, and mechanical services industries and can effectively identify and attract both active and passive talent within these highly competitive markets.

Requirements

3+ years of full-cycle HVAC recruiting experience
Experience with sourcing through Indeed, ZipRecruiter, LinkedIn, RecruitMilitary, Handshake, and resume databases.
Strong interviewing skills with the ability to assess skills, experience, and cultural fit.
Excellent communication, relationship-building, and consultative skills.
Ability to manage multiple requisitions in a fast-paced environment.
Experience using an ATS (JazzHR, Greenhouse, UKG Pro, or similar).
Strong organizational skills, attention to detail, and ability to prioritize competing tasks.

Nice To Haves

Union recruiting experience preferred
Experience supporting multi-site or multi-state hiring needs.
Knowledge of Boolean search techniques and sourcing automation tools.

Responsibilities

Manage the complete recruiting process from requisition launch to offer acceptance.
Conduct intake calls with hiring managers to gather role requirements, define qualifications, set expectations, and establish a hiring strategy.
Draft, post, and maintain accurate job descriptions and job ads across job boards and the ATS.
Screen and qualify candidates through resume review, phone screens, behavioral assessments, and skill evaluations.
Present qualified candidates to hiring managers with detailed summaries and recommendations.
Schedule interviews, facilitate debriefs, and guide hiring teams through selection decisions.
Partner with HR to ensure smooth offer, pre-employment, and onboarding processes.
Utilize job boards including Indeed, ZipRecruiter, RecruitMilitary, LinkedIn and Handshake to proactively source talent.
Build and maintain pipelines for high-volume and hard-to-fill roles.
Leverage Boolean search, resume databases, social channels, and industry-specific platforms to identify passive candidates.
Conduct outreach campaigns to engage qualified talent and promote employer brand visibility.
Track, evaluate, and report on sourcing effectiveness and pipeline health.
Develop strong, consultative relationships with hiring managers across multiple departments and locations.
Provide insights on market trends, candidate availability, and competitive landscape.
Advise hiring managers on sourcing strategies, interview best practices, and selection methods.
Maintain regular communication and provide status updates on open roles and pipeline activity.
Ensure alignment on job requirements, candidate profiles, and hiring timelines.
Maintain accurate and organized candidate documentation and workflows in the Applicant Tracking System (ATS).
Ensure adherence to all company policies, EEO guidelines, and recruiting compliance standards.
Identify opportunities to improve recruiting processes, TA efficiency, and candidate experience.
Participate in special projects, hiring initiatives, career fairs, and employer branding efforts as needed.